M6A1 Writing Assignment: Responses to Conflict

M6A1: Responses to Conflict
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Introduction
The Thomas-Kilmann Conflict Mode Instrument mainly focuses on the five conflict management strategies that asset in swiftly solving disputes in enterprises as they arise. Management of a conflict is an essential management competency, and all organizations must focus and practice effective conflict management in order to maintain a conducive workplace environment (Wood, 2016). The paper will highlight a personal situation whereby an incorrect approach to conflict was used, why it was the wrong approach and the most appropriate approach that could have been utilized in solving the conflict.
A personal situation whereby a wrong conflict approach was used
In my case, there was a minority worker in my department that depicted resentful feelings as he was being assigned the most tedious tasks in the entire department. The employee began harboring resentment against other workers within that workgroup and the manager and ultimately, he lashed out through obvious verbal conflict and also decreased productivity in their tasks. In this instance, I utilized the avoiding approach which was completely wrong. Avoiding is normally focused on withdrawing from conflict rather than dealing with it immediately.
Discuss why it was the wrong approach
I utilized this technique with the hope that the problem will simply go away and the employee will resume their duties without handling the issue personally. I utilized this approach since I initially thought that the conflict was trivial. Additionally, due to the legal implications, the matter became too significant, it would be highly expensive for the enterprise (Ramirez, 2013). Since the atmosphere was emotionally charged, I assumed that I needed to create some space for the employee to allow him to reflect on the issue and discuss the conflict personally. This was not a good long-term strategy as the worker felt undervalued, at the enterprise, regardless of how much effort and commitment he showed in his work.
Additionally, with such an approach, the opponent was highly aggressive and my option at first to withdraw and postpone resolving the issue be warranted. I assumed that my response on the issue would only be appropriate once I was in a more favorable circumstance to push back (Raines, 2012). Withdrawing from solving the conflict was a low-stress approach since the conflict only involved proper delegation of work duties among the team members. Also, through avoiding, it provided me with the time to focus on other urgent issues and to be better prepared, and collect sufficient information before acting (Ramirez, 2013). However...